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Page last updated on June 30, 2022 at 2:49 pm

City Hall Employees,

We are happy to announce a $250 incentive for employees who work at City Hall and choose another way to commute besides driving their vehicle. The attached Parking Cash Out Pilot policy aims to reduce the City’s impact on carbon emissions by incentivizing employees to bike, walk, skate, scooter, use public transportation, or commute to work in another way than by a single-occupancy vehicle. 

Eligible employees may receive a 2022 Showers parking lot permit at no cost, or they may forgo a permit for the remainder of the year to receive a $250 stipend. The $250 stipend will be added to the eligible employee’s paycheck and as required by law, will be taxed. Employees must request either the permit or the stipend through their online parking account by July 17th. 

Next year’s parking permit will again be provided for free to those who work at City Hall, but the stipend will increase to $500 for those who are eligible. Employees will be able to choose either the 2023 permit or the stipend near the end of this year.

Employees who purchased their Showers permit for this current year will be reimbursed and should review the attached policy for details pertaining to them.

Employees may email feedback regarding this program to pilotshowerslot2022@bloomington.in.gov.  Questions about how to request a City Hall Showers permit or how to request a stipend should be directed to the Parking Services Division. Questions about the status of a stipend should be directed to the Controller’s Office.

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Human Resources Department

City of Bloomington

Phone: 812-349-3404/Fax: 812-349-3446

 

City of Bloomington

2022-2023 Pilot Parking Cash Out Policy for the City Hall Showers Parking Lot

On August 1, 2022 the City will implement a pilot parking cash out program in an effort to
reduce the carbon emissions from single-occupancy vehicle use by City employees and in
response to direction from City Council during last year’s budget process. Eligible employees
may receive the permit for free, and those who choose not to receive the 2022 pass (or who
turn in their 2022 pass, if they currently have one) may request a taxable $250 stipend to reward
their non-driving status. Eligible employees will have the opportunity later this year to request a
2023 Showers permit or choose a stipend of $500.

Eligibility for a Showers lot permit

Regular Part Time and Regular Full Time employees whose primary work site is City Hall
(whether or not they telecommute for part of the week), along with City Council Members, may
receive a Showers parking lot permit for free.

Employees who have already purchased a permit for 2022 will be reimbursed.

Eligibility for the stipend

Regular Part Time and Regular Full Time employees whose primary work site is City Hall
(whether or not they telecommute for part of the week) and who choose not to receive a
Showers parking lot permit, may request a stipend.

The stipend will be added to the eligible employee’s paycheck. Under federal and state law, this
stipend will be taxed as additional compensation.

Employees who have already purchased a permit for 2022 and who are otherwise eligible for
the stipend must return their pass to the Parking Services Division by interdepartmental mail
prior to receiving the stipend.

Deadlines to request a permit or stipend

Current employees will not be able to request a 2022 Showers lot permit or a stipend after July
17, 2022. Employees will be given an opportunity at the end of the year to choose whether they
would like to receive a 2023 Showers lot permit or a $500 stipend.

New hires or employees who transfer from another work site to City Hall after the request
deadlines, may request a Showers permit, but are not eligible for the stipend.
Parking without a valid permit

Employees without a permit may utilize City parking garages, other off-street parking, or on-
street parking at their own cost.

Employees who park in the Showers lot without a valid permit after August 1, 2022 maybe
subject to a parking citation in addition to progressive discipline up to and including termination
of employment.